Declan Mills was ‘ghost-busted’ after two bad reviews of his performance aboard the Dublin Ghost Bus tour in April and May of last year.

Mr Mills’s work troubles arose in April 2015 after the Commercial Manager for Dublin Bus, ‘Ms B’ took the tour and saw Mr Mills performing.

‘Ms B’ was dis-satisfied with certain aspects of the tour and subsequently conveyed her dis-satisfaction to the founder of the tour, ‘Mr O’D’.

In the case before the Labour Court, According to evidence of Dublin Bus at the hearing, following Mr Mills’s ‘unsatisfactory’ performance, he was advised verbally and in writing of shortcomings in his performance but that he failed to address these matters.

Referred to as ‘Mr O’D’ in the Labour Court report on the case, the founder of the tour then made contact with the Mr Mills and raised concerns with the performance of the Ghost Bus tour.

Dublin Bus told the hearing that there were substantial grounds justifying the decision to terminate Mr Mills’s involvement in the Ghost Bus tour.

In his evidence at the Labour Court, Mr Mills contended that Dublin Bus had not followed a fair procedure in dismissing him and in particular that he was dismissed without good cause or the facility to appeal his dismissal.

Finding that he was unfairly dismissed, the Labour Court found that Dublin Bus followed no clear procedure when terminating the engagement of Mr Mills.

It also found that Mr Mills was not afforded adequate opportunity to address the issue which gave rise to the decision of Dublin Bus to terminate his employment.

Mr Mills sought an appeal to his dismissal by letter of 24thJune 2015 and the Labour Court states that such an appeal was not afforded to him.

Upholding the decision of the Adjudication Officer in the case, the Labour Court awarded Mr Mills €7,500.